Recruiting millennial women: a new era of talent
Authenticity is an important touch point for millennials seeking new career opportunities. They expect an organisation’s employer brand and recruitment messaging to honestly reflect the company’s culture and its values. Discrepancies between what’s promised and what’s delivered are a definite turn-off.
So how can male-dominated companies present an authentic view of their company that will be enticing to female millennials new to the workforce?
1. Promote the organisation’s values.
A recent survey found that visibility and buy-in into the vision of an organisation is the top reason millennials would choose one job over another. An effective way to achieve this is during the interview process. By allowing time for more meaningful discussions, providing the candidate greater insight into what it is really like to work for the company, the candidate can develop a good understanding of what the organisation is about, whilst the hiring manager learns about the candidate.
2. Buddy up to skill up.
Pairing up women at different career levels within a business in mentorship-style programmes can help employees learn from and enhance the capabilities of each other as well as encouraging teams to work more effectively together.
3. Hire beyond skills.
Balancing the gender scales provides companies with both business and culture success – but not if women are hired more for being female than for being top candidates. This can be difficult in industries which suffer talent shortages, such as science, technology, engineering and mathematics (STEM), where education is yet to catch up with an ambitious outlook on gender diversity. As such, it is important for employers to remember that candidates are more than the sum of their resume and that their traits and drivers will also help determine if they are the right fit for the business.
4. Integrate females in the hiring process.
As the candidate pool narrows, businesses should have finalists meet with other successful women in the organisation and, where possible, have them involved in hiring decisions. This is not to say that male hiring managers do not recruit women or that female hiring managers will only onboard women, but a diverse decision-making group will likely deliver more diverse results.
5. Have women input into the employer brand.
Involving women in the formulation of an organisation’s recruitment messaging is a solid step to making sure it resonates with female candidates. Once developed, companies should test it with a focus group of current millennial female employees to check the messaging is truthful about what it is like to work for the company whilst being on-point about what would attract female candidates to consider employment there. Moreover, including video testimonials on career sites from a wide range of employees, including millennial women, can be beneficial for showing future candidates what working for the company is truly like.
Confirmed by recent research from PwC, the female millennial represents a new era of female talent – more career-confident and ambitious than their previous generations. Organisations must ensure they are developing the right strategies to attract and retain this vital talent in order to remain competitive.
About the Author
Trish Healy is Vice President RPO Operations at Futurestep, responsible for providing innovative talent acquisition solutions that deliver competitive advantage to clients. Globally recognised for outstanding service delivery and customer satisfaction, Trish has a pivotal role within Futurestep’s centre of excellence for strategic outsourced solutions and leverages best practice for clients.